Showing papers in "Journal of Applied Psychology in 1992"
TL;DR: Although the model was invariant across gender and race, there were differences across blue- and white-collar workers.
Abstract: A comprehensive model of the work-family interface was developed and tested. The proposed model extended prior research by explicitly distinguishing between work interfering with family and family interfering with work. This distinction allowed testing of hypotheses concerning the unique antecedents and outcomes of both forms of work-family conflict and a reciprocal relationship between them. The influence of gender, race, and job type on the generalizability of the model was also examined. Data were obtained through household interviews with a random sample of 631 individuals. The model was tested with structural equation modeling techniques. Results were strongly supportive. In addition, although the model was invariant across gender and race, there were differences across blue- and white-collar workers. Implications for future research on the work-family interface are discussed.
2,678 citations
TL;DR: This article investigated the relationship between employee satisfaction, other job-related attitudes (commitment, adjustment, and psychological stress), and organizational performance at the organizational level by collecting data from 13,808 teachers within these schools.
Abstract: Previous research has consistently shown little relationship between job satisfaction, job attitudes, and performance for individuals, but little work has investigated these relationships at the organizational level of analysis. This study investigated the relationship between employee satisfaction, other job-related attitudes (commitment, adjustment, and psychological stress), and organizational performance. Organizational performance data were collected for 298 schools; employee satisfaction and attitude data were collected from 13,808 teachers within these schools. Correlation and regression analyses supported the expected relationships between employee satisfaction/attitudes and organizational performance
1,308 citations
TL;DR: In this paper, the influence of organizational work values on job choice in the context of job attributes that have been shown to affect this decision process has been examined using a sample of professional degree students and a policy-capturing design.
Abstract: Work values have been receiving increased research attention. Ravlin, Meglino, and their associates have recently conceptualized and provided measurement of work values. Although the effects of work values on job satisfaction, commitment, and individual decision making have been studied, work values have not been explicitly linked to job choice decisions. Using a sample of professional degree students and a policy-capturing design, we examined the influence of organizational work values on job choice in the context of job attributes that have been shown to affect this decision process. Organizational work values significantly affected job choice decisions. Individuals were more likely to choose jobs whose value content was similar to their own value orientation. Values are intrinsic, enduring perspectives of what is fundamentally right or wrong (Rokeach, 1973). Work values represent these perspectives as applied to work settings. England (1967) suggested that individual value orientations affect how people behave on their jobs by demonstrating that managers with strong value orientations tended to act in accordance with what they thought was "right," whereas managers with more pragmatic orientations tended to behave in ways that they thought were "successful." Among individual work values, the work ethic (the belief that work is desirable and rewarding in its own right; Weber, 1958) has received considerable research attention (e.g., Wollack, Goodale, Wijting, & Smith, 1971), and some have suggested that a deteriorating work ethic has negatively affected both the way people feel about their jobs and their commitment to their organizations (Spence, 1985). However, in addition to the work ethic, other individual value orientations have been applied to work settings. For example, Cornelius, Ullman, Meglino, Czajka, and McNeely (1985) used a critical incident technique to elicit the work values of almost 1,000 employees in a variety of organizations. Subsequent work by Ravlin and Meglino (1987) revealed that achievement, concern for others, honesty, and fairness were the most salient work values to individuals. Achievement is descriptive of concern for the advancement of one's career and might be operationalized by willingness to work hard, seeking opportunities to learn new skills, taking on additional responsibilities, or sacrificing personal gratification for work-related objectives. Concern for others is descriptive of a caring, compassionate demeanor and might be operationalized by helping others perform difficult jobs, encouraging
919 citations
TL;DR: In this paper, a field study was conducted to discover how a manager's use of nine different influence tactics is related to target task commitment and the manager's effectiveness and the variables were measured with a questionnaire filled out by subordinates, peers, and the boss of each manager.
Abstract: A field study was conducted to discover how a manager's use of nine different influence tactics is related to target task commitment and the manager's effectiveness. The variables were measured with a questionnaire filled out by subordinates, peers, and the boss of each manager. The most effective tactics were rational persuasion, inspirational appeal, and consultation; the least effective were pressure, coalition, and legitimating. Ingratiation and exchange were moderately effective for influencing subordinates and peers but were not effective for influencing superiors. Inspirational appeal, ingratiation, and pressure were used most in a downward direction; personal appeal, exchange, and legitimating were used most in a lateral direction, coalitions were used most in lateral and upward directions; and rational persuasion was used most in an upward direction
787 citations
TL;DR: This paper combined meta-analysis with structural equations modeling (SEM) to validate Mobley, Horner, and Hollingsworth's turnover theory as well as alternative structural networks proposed by Dalessio, Silverman, and Schuck.
Abstract: The present study combined meta-analysis with structural equations modeling (SEM) to validate Mobley, Horner, and Hollingsworth's (1978) turnover theory as well as alternative structural networks proposed by Dalessio, Silverman, and Schuck (1986), Hom, Griffeth, and Sellaro (1984), and Bannister and Griffeth (1986). We aggregated correlations from 17 studies (N = 5,013 employees), correcting for unreliability and sampling error. Then we used SEM to assess the models, comparing their relative fits to data
636 citations
TL;DR: Using strict conformity with Porter and Steer's (1973) definition of met expectations, a subset of studies was identified that had nonsignificant between-studies variance for all correlations except job satisfaction and the mean correlations in these subgroups were very similar to those for the entire group.
Abstract: A review of research on the effects of met expectations for newcomers to organizations located 31 studies of 17,241 people. A meta-analysis found mean (corrected) correlations of .39 for job satisfaction and organizational commitment, .29 for intent to leave, .19 for job survival, and .11 for job performance. However, all of these mean correlations had significant between-studies variance. By using strict conformity with Porter and Steer's (1973) definition of met expectations, we identified a subset of studies that had nonsignificant between-studies variance for all correlations except job satisfaction. Furthermore, the mean correlations in these subgroups were very similar to those for the entire group. Future research should consider both the direction of the met expectations discrepancy (i.e., over- vs. underfulfillment) and alternative ways to measure organizational reality.
608 citations
TL;DR: This article assessed the ability of the theory of planned behavior to account for drivers' intentions to commit four specific driving violations: drinking and driving, speeding, close following, and overtaking in risky circumstances.
Abstract: This study assessed the ability of the theory of planned behavior (TPB) to account for drivers' intentions to commit four specific driving violations: drinking and driving, speeding, close following, and overtaking in risky circumstances. A stratified sample of drivers (N = 881) was surveyed with a questionnaire constructed to measure attitudes toward behaviors, subjective norms, perceived behavioral control, and behavioral intentions, the key constructs in TPB. Results showed that the addition of perceived behavioral control led to significant increments in the amount of explained variance in intentions, thereby supporting the theory The relation between subjective norms and behavioral intentions was consistently stronger than that between attitudes toward behaviors and behavioral intentions. Analyses of variance differentiated demographic subgroups of drivers in terms of behavioral beliefs, outcome evaluations, normative beliefs, motivation to comply, and control beliefs.
591 citations
TL;DR: In this article, the authors argue that the critique of r WG does not clearly distinguish the concepts of interrater consensus (i.e., agreement) and interrerater consistency (e.g., reliability) and propose an alternative approach, using the rating standard deviation (SD X ), the standard error of the rating mean (SE M ), and the associated confidence intervals for SE M to index inter-rater agreement.
Abstract: James, Demaree, and Wolf (1984) developed an indes, r WG , for assessing within-group agreement appropriate when only a single target is rated. The assessment of interperceiver agreement in such situations is of particular relevance to the composition model for climate. Schmidt and Hunter (1989) have criticized the conceptual foundation of r WG because it is not consistent with the classical model of reliability. They proposed an alternative approach, the use of the rating standard deviation (SD X ), the standard error of the rating mean (SE M ), and the associated confidence intervals for SE M to index interrater agreement. This comment argues that the critique of r WG dit not clearly distinguish the concepts of interrater consensus (i.e., agreement) and interrater consistency (i.e., reliability)
503 citations
TL;DR: In this article, the authors compared the effectiveness of three deescalation strategies: making negative outcomes less threatening, setting minimum target levels that, if not achieved, would lead to a change in policy, and evaluating decision makers on the basis of their decision process rather than outcome.
Abstract: Previous research suggests that decision makers have a tendency to become locked into courses of action—to throw good money after bad in dealing with losing projects. The present study directly compared the effectiveness of several deescalation strategies designed to make decision makers more responsive to the available evidence. Three deescalation procedures were found to be most effective: (a) making negative outcomes less threatening; (b) setting minimum target levels that, if not achieved, would lead to a change in policy; and (c) evaluating decision makers on the basis of their decision process rather than outcome. The theoretical and practical implications of each of these strategies are discussed. A long stream of empirical research has investigated the commitment of decision makers to losing courses of action. Under the rubrics of sunk cost effects (Arkes & Blumer, 1985; Garland & Newport, in press), entrapment (Brockner & Rubin, 1985), too much invested to quit (Tegar, 1980), and the escalation of commitment (Staw, 1976,1981), numerous studies have shown how individuals can become locked into failing courses of action. To date, this literature has isolated a wide variety of determinants of behavior in escalation situations, ranging from psychological to social, organizational, and project concerns not typically dealt with in the economics of investment (Staw & Ross, 1987). Much of the research in this area has focused on the determinants of escalation, and little attention has yet been given to procedures that might help people avoid the escalation trap. This is unfortunate because, just as debiasing research has helped behavioral decision theory provide policy recommendations (e.g., Fischhoff, 1982), deescalation research could potentially aid managers in avoiding the overcommitment of resources. So far, however, only the rudiments of a deescalation literature are in place. In such a stream of research, one might place Tegar's (1980) and Brockner, Shaw, and Rubin's (1979) studies showing that limit-setting can reduce escalation. Also in this group would be Nathanson et al.'s (1982) experiment showing that information about the problem of entrapment can deter individuals from initially engaging in an escalation situation. McCain's (1986) experiment showing the reduction of investment when losses are repeated and clear-cut, as well as Staw and Ross's (1987) more general discussion of possible techniques for reducing escalation are also relevant. Nonetheless,
426 citations
TL;DR: This paper found that the affirmative action label negatively affects the perceived competence of women hirees regardless of the degree to which the job was male sex-typed, and that the relationship between perceived competence and presumed affirmative action status held not only when co-workers were White women but when they were Black men and Black women as well as other genders.
Abstract: Two studies investigated whether a stigma of incompetence marks those associated with affirmative action programs. In an experiment, 129 male and female undergraduates reviewed the application materials of someone said to be recently hired for one of two jobs. The hiree was either a man or a woman, and the woman either was or was not associated with an affirmative action program. The affirmative action label was found to negatively affect the perceived competence of women hirees regardless of the degree to which the job was male sex-typed. A field investigation in which 184 White men provided information about their co-workers supported these results. It additionally demonstrated that the relationship between perceived competence and presumed affirmative action status held not only when co-workers were White women but when they were Black men and Black women as well
410 citations
TL;DR: In this article, the demands on their time from both work and non-work activities and the degree of interrole conflict they experienced were examined, and job interference mediated the effect of time demands on satisfaction, organizational commitment, and psychological strain.
Abstract: Employed persons (N=120) were surveyed to examine the demands on their time from both work and nonwork activities and the degree of interrole conflict they experienced. Job interference with off-job activities and off-job interference with job commitments were separate but interrelated components of conflict. On-job time was associated with job interference, but off-job time was not linked with off-job interference. Job interference mediated the effect of time demands on satisfaction, organizational commitment, and psychological strain, whereas satisfaction linked interrole conflict and affective experiences
TL;DR: The authors examined the career progression of male and female managers employed by 20 Fortune 500 corporations and found that women lagged behind men with respect to salary progression and frequency of job transfers and that women had done all the right stuff, such as getting a similar education as men, maintaining similar levels of family power, working in similar industries, not moving in and out of the work force, not removing their names from consideration for a transfer more often, but still not enough.
Abstract: We examined the career progression of male and female managers employed by 20 Fortune 500 corporations All study participants had been geographically transferred for career advancement during the 2 years preceding the study Nevertheless, the women lagged behind the men with respect to salary progression and frequency of job transfers Although the women had done all the right stuff'―getting a similar education as the men, maintaining similar levels of family power, working in similar industries, not moving in and out of the work force, not removing their names from consideration for a transfer more often―it was still not enough There were still significant disparities in men's and women's salary progression and geographic mobility
TL;DR: In this paper, the authors proposed a method to improve the quality of the data collected by the system by using the information from the users' own data points of interest (e.g., the Internet, social media, etc.).
Abstract: Описывается исследование фирмы, оказывающей финансовые услуги. Организационный климат организации определяется как рабочие условия, являющиеся результатом восприятия работниками событий, инструкций и процедур, так же как и восприятие ими поведения, которое ожидается, поддерживается и вознаграждается. В исследовании использовалась комбинация полуструктурированного интервью со стандартизованным вопросником. Было опрошено около 350 работников. Их просили оценить восприятие услуг клиентами компании. В результате была описана практика, ориентированная на обслуживание клиентов, которая сильно коррелировала с практикой фирмы в области управления человеческими ресурсами (например, обучение, оценка исполнения). С помощью успешного совмещения качественных и количественных методов диагностики организационного климата авторы показали, что практика управления человеческими ресурсами может придавать определенный смысл и значение ориентации работников на клиента. Результаты исследования дают возможность предположить, что важными концептуальными элементами организационного климата, ориентированного на обслуживание клиентов, являются такие латентные переменные, как внимание и забота о работниках и внимание к клиентам. (С.А. Липатов)
TL;DR: This article used criteria for the evaluation of theories of work behavior, the effective administration of human resources, and the provision of feedback to individuals in industrial-organizational psychology, and found that most, if not all, of the pioneers of industrialorganization psychology addressed this issue during their careers.
Abstract: Individuals differ on multiple aspects of their job-role behavior, criteria are measures that attempt to capture these differences. Measures of criteria are used by several constituencies within applied psychology. Among them, researchers used criteria for the evaluation of theories of work behavior, the effective administration of human resources and the provision of feedback to individuals. One index of the importance of criteria is the observation that most, if not all, of the pioneers of industrial-organizational psychology addressed this issue during their careers
TL;DR: In this article, the authors present a reconceptualiz ation of the role ambiguity construct that includes multiple constructs, such as the extent to which an individual's work goals and responsibilities are clearly communicated and the degree to which the individual understands the processes required to achieve those goals.
Abstract: Measures of 2 constructs of role ambiguity (process and goal clarity) were developed. Mental health workers (N = 402) from 2 organizations provided evidence that a confirmatory 2-factor model fit the data better than a 1 -factor model. A path model including antecedents (autonomy, job feedback, agent feedback, recognition) and consequences (job satisfaction, job search behavior, turnover) of process and goal clarity was proposed based on the model of role ambiguity developed by Bedeian and Armenakis (1981) and modified in light of evidence on role ambiguity reviewed by Fisher and Gitelson (1983) and Jackson and Schuler (1985). A structural equation model confirmed the fit of the hypothesized model and a slightly more restricted model. Job tenure, need for clarity, and job classification were investigated as moderators but did not moderate the structural paths of the model. In this article, I present a reconceptualiz ation of the role ambiguity construct that includes multiple constructs. The specific constructs are (a) the extent to which the individual's work goals and responsibilities are clearly communicated and (b) the degree to which the individual understands the processes required to achieve those goals. New measures of these two constructs are proposed, along with empirical evidence to support them. A nomological network of constructs, found by previous researchers to function as antecedents and consequences of role ambiguity, is proposed and tested in a structural equation model using the measures of goal and process clarity developed in this research. Finally, three variables proposed by previous researchers to be moderators of the ambiguity-satisfaction relationship are tested within the context of the structural model. Kahn, Wolfe, Quinn, Snoek, and Rosenthal (1964) summarized much of the research on role conflict and ambiguity and elaborated a theory of role dynamics that included their roleepisode model. To adequately perform his or her role, a person
TL;DR: In this paper, a sample of municipal employees from a large city in the southwestern United States reported substance use at or away from work and reported more frequently engaging in withdrawal activities and antagonistic work behaviors than did nonusers, although users and nonusers did not differ on positive work behaviors.
Abstract: Substance use and job behaviors were assessed in a sample of municipal employees from a large city in the southwestern United States. Job behaviors included psychological and physical withdrawal, positive work behaviors, and antagonistic work behaviors. Employees who reported substance use at or away from work were found to more frequently engage in withdrawal activities and antagonistic work behaviors than did nonusers, although users and nonusers did not differ on positive work behaviors. We tested hierarchical regression models to determine whether substance use contributed unique variance to the prediction of job behaviors after we controlled for variance associated with personal and job background domains. Substance use added unique variance to the prediction of psychological and physical withdrawal behaviors but not to positive or antagonistic work behaviors.
TL;DR: Results validate and extend Ackerman's (1988) theory of cognitive ability determinants of individual differences in skill acquisition and implications are discussed for selection instruments to predict air traffic controller success and for other tasks with inconsistent information-processing demands.
Abstract: Substantial controversy exists about ability determinants of individual differences in performance during and subsequent to skill acquisition. This investigation addresses the controversy. An information-processing examination of ability-performance relations during complex task acquisition is described. Included are ability testing (including general, reasoning, spatial, perceptual speed, and perceptual/psychomotor abilities) and skill acquisition over practice on the terminal radar approach controller simulation. Results validate and extend Ackerman's (1988) theory of cognitive ability determinants of individual differences in skill acquisition. Benefits of ability component and task component analyses over global analyses of ability-skill relations are demonstrated. Implications are discussed for selection instruments to predict air traffic controller success and for other tasks with inconsistent information-processing demands.
TL;DR: In this article, the authors tested a model asserting that goal difficulty and task component complexity influence group performance by affecting the effort exerted by group members, the amount and quality of their planning, and the timing of planning(preplanning versus in-process planning).
Abstract: This study tested a model asserting that goal difficulty and task component complexity influence group performance by affecting the effort exerted by group members, the amount and quality of their planning, and the timing of their planning(preplanning versus in-process planning). Hypotheses derived from this model were tested in a 2×2 experimental design. Fifty-six groups of 4 students each worked for 15 min building Tinkertoy structures. Results showed that group-goal difficulty influenced group performance through effort; task component complexity influenced performance through the amount of planning performed by group members and the level of effort invested in their work; and the quality of the group's planning process also influenced group performance
TL;DR: In this article, person-and context-oriented definitions of age were used to predict three sets of work outcomes: work attitudes, performance ratings, and reports of developmental practices, including subjective age, self-perceptions of age, and social age.
Abstract: Person- and context-oriented definitions of age were used to predict three sets of work outcomes: work attitudes, performance ratings, and reports of developmental practices. The five age measures included employee chronological age, employee subjective age (i.e., self-perceptions of age), and social age (i.e., others' perceptions of age), as well as self- and supervisors' perceptions of the employee's relative age (i.e., compared with the employee's work group). The study assessed (a) the relationships among the age measures, (b) the additive relationships among the age measures that predicted work outcomes, and (c) the interactive relationships among the age measures that predicted work outcomes. Each prediction received some support except for (b). Furthermore, many of the age--work-outcome relationships were replicated in the managerial sample. Implications for the use of alternative age measures are discussed.
TL;DR: In this article, a meta-analysis of the effect of over-learning on retention is presented, which indicates that overlearning produces a significant effect on retention of moderate overall magnitude and that the effect on overlearning is moderated by the degree of overlearning, type of task, and length of retention period.
Abstract: The effectiveness of overlearning in enhancing performance has been acknowledged by researchers within the training community for years. In spite of this general consensus, the empirical basis for this claim is often not clear. This article presents a meta-analysis of the effects of overlearning on retention. Results indicate that overlearning produces a significant effect on retention of moderate overall magnitude and that the effect of overlearning on retention is moderated by the degree of overlearning, type of task, and length of retention period
TL;DR: This paper showed that using a continuous, dependent-response scale instead of a discrete, Likert-type scale, causes moderated regression analysis effect sizes to increase an average of 93%.
Abstract: One of the most commonly accepted models of relationships among three variables in applied industrial and organizational psychology is the simple moderator effect. However, many authors have expressed concern over the general lack of empirical support for interaction effects reported in the literature. We demonstrate in the current sample that use of a continuous, dependent-response scale instead of a discrete, Likert-type scale, causes moderated regression analysis effect sizes to increase an average of 93%. We suggest that use of relatively coarse Likert scales to measure fine dependent responses causes information loss that, although varying widely across subjects, greatly reduces the probability of detecting true interaction effects. Specific recommendations for alternate research strategies are made.
TL;DR: This study tested the effect of using the word stress in the measurement of self-reported occupational stressors and strains by responding to a questionnaire that included specific occupational stressor, strains, and 16 items in which the word Stress was used.
Abstract: This study tested the effect of using the word stress in the measurement of self-reported occupational stressors and strains. Employees from two organizations responded to a questionnaire that included specific occupational stressors, strains, and 16 items in which the word stress was used. Survey respondents tended to interpret the word stress to refer both to employees' strains or reactions to the work environment and to job stressors or elements of the environment itself. Implications of these findings for occupational stress research are discussed.
TL;DR: In this paper, different conceptual and operational definitions of halo are reviewed, and problems when using halo as a dependent measure in performance rating research and practice are pointed out, and four major points are emphasized: (a) there is no agreed on conceptual definition of Halo; (b) the different conceptual definitions of HO are not systematically related to different operational definitions (i.e., measures) of HO; (c) halo measures may be poor indexes of rating quality in that different HO measures are not strongly interrelated and HO metrics are not related to measures of rating
Abstract: The different conceptual and operational definitions of halo are reviewed, and problems when using halo as a dependent measure in performance rating research and practice are pointed out. Four major points are emphasized: (a) There is no agreed on conceptual definition of halo; (b) the different conceptual definitions of halo are not systematically related to different operational definitions (i.e., measures) of halo; (c) halo measures may be poor indexes of rating quality in that different halo measures are not strongly interrelated and halo measures are not related to measures of rating validity or accuracy; and (d) although halo may be a poor measure of rating quality, it may or may not be an important measure of the rating process
TL;DR: In this paper, the authors evaluated potential gender differences among 12,979 personnel in 30 different organizational systems in correlations between fairness and job satisfaction scores and standardized group differences in the perceived amounts of pay and promotion fairness and expressed levels of facet and global job satisfaction.
Abstract: Brockner and Adsit (1986) found that satisfaction with an exchange relationship was more strongly related to perceptions of equity among men than women. Kahn (1972) reported that men were more likely than women to distribute outcomes to individuals in direct proportion to their input. We evaluated potential gender differences among 12,979 personnel in 30 different organizational systems in (a) correlations between fairness and job satisfaction scores and (b) standardized group differences in the perceived amounts of pay and promotion fairness and expressed levels of facet and global job satisfaction. The fairness-satisfaction relationship was not higher for men, and there were no practical differences in fairness perceptions and job satisfaction between men and women.
TL;DR: In this article, confirmatory factor analyses of a priori models of psychological climate were conducted with data collected from 18,457 sales personnel in 567 stores in five regions of a national retail organization.
Abstract: Confirmatory factor analyses of a priori models of psychological climate were conducted with data collected from 18,457 sales personnel in 567 stores in five regions of a national retail organization. The results provide good support for viewing employee work-climate perceptions as composed of two higher order factors—concern for employees and concern for customers. These higher order factors are posited to reflect employees' cognitive appraisals of the behavior of agents toward (a) employees' well-being in the organization's internal environment and (b) the well-being of other organizational constituencies or stakeholders (e.g., customers) in the task environment, respectively. The implications of a multiple-stakeholder perspective for extending notions of psychological climate are discussed. Recently, James and James (1989) proposed that work-climate perceptions represent valuations or cognitive appraisals of environmental attributes in terms of their acquired meaning and significance to the individual. From James and James's perspective, "Valuation appears to be the key to such cognitive appraisals in asmuch as (a) values serve as standards for assessing welfare (Locke, 1976), where welfare is denned in terms of a sense of well-being. . . and (b) valuation provides appraisals of the degree to which these standards are represented in environmental attributes" (James & James, 1989, pp. 739-740). James and James viewed valuations or cognitive appraisals as "emotional cognitions" because they are hypothesized to reflect the subjective meanings that, in combination with perceived physiological arousal, help to label emotion and to determine the direction and intensity of the experience and the emotion. Drawing from the work of Lazarus (1982,1984) and Lazarus and Folkman (1984), James and James (1989) further proposed that all emotionally relevant cognitions reflect a single higher order factor comprising the degree to which the environment is perceived as personally beneficial or detrimental to one's wellbeing. Results of James and James's confirmatory factor analyses on four diverse samples supported a hierarchical factor
TL;DR: In this paper, a non-college environment, male Navy recruits (N =246) completed several questionnaires in either a computer-administered or paper-and-pencil condition and in either an anymous or identified condition.
Abstract: Lautenschlager and Flaherty (1990) unexpectedly found that more socially desirable responding occurred on a computer version of an attitude and personality questionnaire than on a paper-and-pencil version. The present study attempted to replicate and extend their findings in a noncollege environment. Male Navy recruits (N=246) completed several questionnaires in either a computer-administered or paper-and-pencil condition and in either an anymous or identified condition. Identified respondents had higher impression management and self-deceptive enhancement scores than anonymous respondents. Contrary to Lautenschlager and Fmaherty's results, however, there was no systematic difference between computer and paper-and-pencil modes. It is concluded that computer and paper-and-pencil modes of administration yield similar responses on attitude questionnaires
TL;DR: This article assessed the differences and similarities in values among practicing managers in the United States, Hong Kong, and the People's Republic of China using the Chinese Value Survey (CVS), an instrument based on Eastern cultural values.
Abstract: This study assessed the differences and similarities in values among practicing managed in the United States, Hong Kong, and the People's Republic of China. The Chinese Value Survey (CVS), an instrument based on Eastern cultural values, was used instead of the typically used Western instruments. Discriminant analysis was used to identify which of four CVS dimensions accounted for the significant differences among the the subject groups. The models of the discriminant analysis are discussed and compared with the hypothesized relationships among the three countries
TL;DR: The authors showed that questioning techniques based on principles from cognitive psychology significantly increased the number of correct facts recalled by both 7- to 8-year-olds and 10- to 11-yearolds over that gained with standard interview procedures and without affecting the number generated incorrect items.
Abstract: In Experiment 1, a staged event was carried out that involved a private encounter between an unfamiliar man and 2 children. The results showed that questioning techniques based on principles from cognitive psychology significantly increased the number of correct facts recalled by both 7- to 8-year-olds and 10- to 11-year-olds over that gained with standard interview procedures and without affecting the number ofincorrect items generated. These results were replicated in Experiment 2 with a different staged event and with 8- to 9-year-olds and 11- to 12-year-olds. Experiment 2 also assessed the impact of a prior practice cognitive interview, and practice was found to be effective for both age groups
TL;DR: In this paper, the psychometric properties of structured behavioral interviews for management and marketing positions were investigated and it was shown that valid judgments are possible from information about interviewees'past behavior even without access to nonverbal cues in the interview itself and that judgmental accuracy is related to amount of relevant behavioral information.
Abstract: Recruiters from 8 telecommunications companies interviewed applicants or incumbents in four studies of the psychometric properties of structured behavioral interviews for management and marketing positions. Results yielded an interrater reliability estimate of.64 (n=37), a mean criterion-related validity estimate of.22 (n∼500), evidence of convergent and discriminant validity, and small race and sex differences. In a fifth study, 3 doctoral students rated audiotapes and written summaries of 146 interviews conducted by recruiters. Results show that valid judgments are possible from information about interviewees'past behavior even without access to nonverbal cues in the interview itself and that judgmental accuracy is related to amount of relevant behavioral information, which, in turn, is related to interviewers' questioning skills
TL;DR: The authors found that Trait positive affectivity did not attenuate relationships between work stressors and either subjective or objective stress outcomes, and that NA did not measure a factor in common with measures of subjective strain.
Abstract: Trait negative affectivity (NA) has been asserted to be a factor that spuriously inflates relationships between self-reported stressors and self-reported strain outcomes. We tested this hypothesis with conventional work stress instrument responses and physiological assessments obtained from 311 fire and police department employees. Confirmatory factor analyses indicated that NA did not measure a factor in common with measures of subjective strain. Latent-variable structural equations analyses, however, found that estimating the effects of NA on strain significantly attenuated the effects of work stressors. NA had no correlation with physiological stress outcomes. Trait positive affectivity did not attenuate relationships between work stressors and either subjective or objective stress outcomes. Implications for work stress research methodology and recommendations are discussed.